流利说商务英语 Level 6 Unit 2 Part 4(三)Leadership Theories I

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流利说商务英语 Level 6 Unit 2 Part 4（三）Leadership Theories I

Theory X and Theory Y X理论和Y理论

Theory X and Theory Y are theories of work motivation and management.

Theory X believes that most people dislike work and are not motivated to work on their own.

They have little ambition and prefer to avoid responsibility when they can.

Therefore, they must be controlled through rewards and punishments to get their work done.

Theory Y, by contrast, believes that most people regard work as a source of satisfaction.

They are self-motivated to pursue objectives and do not need rewards or punishments to drive performance.

Believers of this theory encourage employees to approach tasks without asking for too much direct supervision.

As a manager, you will likely to switch between Theory X and Theory Y depending on the situation.

When managing new employees, you may use a Theory X style of management to give more supervision and guidance.

When managing a team of experts, however, it's better to use Theory Y to give them more freedom and authority.

Which of the following do Theory X managers assume about their employees? They are not willing to discipline themselves.

Which of the following do Theory Y managers assume about their employees?They are self-motivated and enjoy the challenge of work.

A Theory Y style of management would be more effective when team members are competent enough to make contributions.

Theory X assumes that most employees have little ambition and prefer to avoid responsibility when they can.

Theory Y believes most employees are self-motivated to pursue objectives and do not need rewards or punishments to drive performance.

Theory X believes most people prefer to avoid responsibility when they can.

A leader will likely to switch between Theory X and Theory Y depending on the situation.

leadership grid 领导力方格

A leadership grid is a model of behavioral leadership.

It is based on leaders' concern for people and concern for production.

A person who emphasizes concern for people cares about their welfare, and seeks to build a trusting relationship with them.

A person who shows concern for production focuses on getting the work done and being productive.


According to the grid, a person who has a high concern for production but a low concern for people is a "task" manager.

A person who shows high concern for people but has a low concern for production is a "country club" manager.

If a person has a balanced concern for both production and people, he is a "middle-of-the-road" manager.

This kind of manager is willing to accept average performance from employees, which results in mediocre production and employee satisfaction.

As a matter of fact, most people tend to be "middle-of-the-road" managers.

An individual who emphasizes neither people nor production is practicing "impoverished management".

On the other hand, a person who shows a high concern for both production and for people is practicing "team management".

The "team manager" sets high production goals and works with employees to be sure their needs are meet.

What is the least effective leadership style according to the grid? "impoverished management"

The "middle-of-the-road" manager is willing to accept average performance from employees，which results in mediocre production and employee satisfaction. An "impoverished" manager shows little concern for both people and production.

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